Page 45 - Global Focus, Issue 2, 2018

Digital learning and how to train for long-term impact | David Pontoppidan and David Everhart

Digital learning methods greatly
enable the “flipped” classroom. Instead
The importance of people analytics of passively consuming learning
Intelligent use of analytics allows pre- through listening to lectures, learners
assessment of learners’ interest levels and can access pre-screened (“curated”)
insights into how to build development journeys information through watching videos,
that fit learning style, motivation and pace. reading articles and so on
When used correctly, there is strong potential
for using analytics in digital learning processes.
Currently there is an increasing demand for linking
people analytics to organisational results. Learning
platforms must be able to collect and manage
relevant data on people’s learning and the data Gamification and the Proteus effect
should be available real time. Here are three ways Gamification can help engage learners
organisations can use data proactively: further and make the successful transfer
1. To measure the competencies, behaviours, from online environments to real life. Learning
motivation and skills important to the journey designers should, however, handle the
organisation’s strategic direction. gamification process intelligently and keep in
2. To map employee consumption of internal mind that behaviours seen in online simulations
development programmes and from this create are not always directly compatible with
suggestions for in-role application of new people’s real life behaviours. This is known
learning. This enables the entire organisational as the Proteus effect, when people create
to support development. an altered “online” version of themselves.
3. To understand what the employee population Transfer of the newly learned behaviours should
is seeking to learn by surveying what people are be accompanied by professional guidance,
searching for from work-based devices. This reflections and coaching along the learning path
can uncover new demand-generated areas for to bring learning into the real business world.
development focus.
Conclusion
Flipping the classroom All these individual factors are extremely
Just-in-time approaches to learning and important for achieving long-term impact with
analytics raise new expectations of instructors digital learning experiences. In traditional face-to-
and trainers. For a long time in professional face learning experiences, we consider and design
training and development there has been a for individual differences, cultural aspects and
focus on the transition of the instructor’s role learning styles. This must also be done when
from that of a teacher to that of a facilitator, designing digital and virtual learning journeys.
helping learners through their learning journeys. We see the need for agility as a core requirement
Nowadays, organisations also expect the in designing digital learning solutions that have a
facilitator to be a coach and potentially a mentor. lasting impact. A focus on learners’ motivations and
Digital learning methods greatly enable on supporting them throughout their journeys is
the “flipped” classroom. Instead of passively key. Technology only enables and facilitates the
consuming learning through listening to lectures, process.
learners can access pre-screened (“curated”) Solid understanding of the basics of learning
information through watching videos, reading is in place. The pieces of the technological
articles and so on. Following this, learners should puzzle are available. It is time to put them
be given an opportunity to reflect collectively together into learning journeys that deliver high
and personalise and apply the new knowledge and lasting impact.
together with a coach and other learners online.
The coach and other learners become the
participants’ developmental relationships. In the About the Authors
interactive sessions, it is essential to focus on David Pontoppidan is Commercial Executive at ViSiR, a Mannaz digital
applying the topics discussed and converting learning company, and Director of Corporate Development at Mannaz.
them into on-the-job actions. David Everhart is Senior Vice President of the International division of Mannaz,
a learning and development consultancy.
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